Team Building Tips

Responsibility and accountability are aspects of ownership. Only those who feel a true sense of ownership in your company will be sincerely responsible to it and accountable for their own actions - isn't that why you're so responsible and accountable, because you own the place?

In Jason Jennings's book, Think Big, Act Small, the author describes managers in billion dollar private companies being rated on how much economic value they've created for the company during the previous twelve months. This echoes exactly how business owners are compensated - you, as the owner, have always been rewarded solely on the economic value you create for the company. No value in the business = no paycheck, right? This type of thinking can, and should, be transferred to your employees as well.

In the companies the author studied, the employees who think and make decisions like owners are financially rewarded based on the value they add or create. Those who don't fit the profile, or don't add value, are moved out of the company quickly - they may be good people, but they may be happier somewhere else. "People are most productive and have a passion for their work when they agree with the values of the company," says Jennings.

So, how do you get your people to think and act like owners?

3 Simple Steps to Begin Getting Your People to Start Thinking and Acting Like Owners

1. Let others push a few boulders

Stop working so hard. Let go, and let others in your company grow into their capabilities. I know you - you think if that boulder needs to get up that hill, you'll just push it up there by yourself. I know, I've pushed many boulders up there, too. But if you've got at least one or two good people on your staff, step aside every now and then, and let them push that boulder up the hill. You've got to let them do the difficult, important work sometimes. It's the only way they can know what it feels like.

2. Share what you know

You can't expect your staff to think like you do if they don't know what you know. You don't have to tell them everything, but don't keep them in the dark, either. Good employees will care more and be more responsible if they understand why you make the decisions you make.

3. Make them keep their own monkeys

Don't let your employees come to you with every problem in the shop - sure, you can solve the problem, but that's not the point. You hired them to help you, not make more work for you, so don't let them put their monkeys on your back. A smile and a firm, "Gee, that's a good question. I can't wait to see how you're going to solve it," should do the trick.

Marcia Hoeck is president of Hoeck Associates, a leading marketing communications firm. She consults with small businesses on employee profitability. Get her FREE special report, "From Problem Team to Money-Making Machine: How to turn your staff into a successful team that makes your business more profitable and frees you to do what you started your business for in the first place," and her FREE online Small Business Dream Team Journal at http://www.moneymakingdreamteam.com